Counterpoising Collectivism, Performance-Related Pay and Industrial Relations in 'Greenfield' Sites

British Journal of Industrial Relations, Vol. 36, No. 4, pp. 565-579, 1998

Posted: 24 Feb 2010

See all articles by Patrick Gunnigle

Patrick Gunnigle

University of Limerick - Kemmy Business School

Thomas Turner

University of Limerick - Kemmy Business School

Daryl D'Art

University of Limerick - Kemmy Business School

Date Written: April 2, 1998

Abstract

This paper addresses some of the industrial relations ramifications of performance related pay (PRP) using empirical data from both new and longer established firms in the Republic of Ireland. Particular emphasis is placed on the adoption of PRP systems based on performance appraisal and the implications of such systems for collectivism in industrial relations. The paper concludes that the diffusion of such systems is indicative of increasing employer attempts to individualise the employment relationship and exclude union penetration. It is further argued that such PRP systems, irrespective of the motivation for their establishment, undermine the essence of collectivism and solidarity in industrial relations.

Keywords: industrial relations, trade union, performance related pay, collectivism, individualism, greenfield, brownfield, Ireland

Suggested Citation

Gunnigle, Patrick and Turner, Thomas and D'Art, Daryl, Counterpoising Collectivism, Performance-Related Pay and Industrial Relations in 'Greenfield' Sites (April 2, 1998). British Journal of Industrial Relations, Vol. 36, No. 4, pp. 565-579, 1998, Available at SSRN: https://ssrn.com/abstract=1557851

Patrick Gunnigle (Contact Author)

University of Limerick - Kemmy Business School ( email )

Limerick
Ireland
+353 61 202380 (Phone)
+353 61 338171 (Fax)

Thomas Turner

University of Limerick - Kemmy Business School ( email )

Limerick
Ireland

Daryl D'Art

University of Limerick - Kemmy Business School ( email )

Limerick
Ireland

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